No one ever taught me about negotiating, and for the first several years of my career, I was so happy to get any job offer. When the hiring manager stated the salary, I simply said, “Okay, thank you.” The idea that I could ask for a higher number, and that my skills and talent were worth more than the company’s initial offer, never crossed my mind.
But hopefully if you are reading this article, you are steps ahead of where I was. Still, talking about money can be really uncomfortable no matter how strong your case is for deserving a higher salary. One of the first steps is to reframe the way you view negotiation—approach it like a collaboration to reach a common goal, instead of two opposing parties trying to get their way at the cost of the other.
But no matter how you frame the conversation, there is a lot of potential for missteps, which is why on the new episode of Secrets of the Most Productive People, we break down exactly what to say to best position your ask and the common minefields to avoid (hint: don’t mention how expensive your rent is, or that your coworker makes more).
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In the meantime, here are three quick tips to have a successful salary negotiation:
1. Do your homework. This might sound like an obvious tip, but without preparation, you have a very small chance of success. Look at salary guides from sites like Glassdoor and PayScale , and make sure you take geography into account. Of course, the ideal step would be to find out what others with your position and levels of experience are earning in your company and figure out your number from there. But if that’s not an option, make sure to reach out to industry associations in your city because they’ll have an accurate idea of what a fair market rate would be.
2. Find your point of differentiation, and focus on how that will benefit the company. If the company has provided you an offer, chances are they saw something in you that set you apart from other candidates. You can frame your negotiation by expressing how a higher salary can help you bring more value to the company and what you’re excited to accomplish. That’s likely to get a hiring manager on your side.
3. Don’t forget other forms of compensation. Whether it be more vacations, conference budgets, or transportation costs, think about what else you can ask for to increase your overall compensation. After all, your salary is just one part of it. And if you’re really stuck, don’t forget to set a timeline and action steps with your hiring manager on the next steps that you should take to talk about when an appropriate time for a raise may be.
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Feeling depressed, defeated and down about your job search or career change is not uncommon. We’ve all likely experienced some form of unhappiness at work. Shawn Anchor delivers one of the most popular TED talks on the subject of happiness. As a positive psychology expert, he’s found that success at work is partly due to a positive mindset. According to Shawn’s research, 90% of our long-term happiness depends on how our brain processes events. Yet much of the time, we focus on what’s actually going on at work or in our careers.
Individuals in my coaching programs are often motivated and experience a change in mindset by things like words of affirmation. According to the book, The Five Love Languages by Gary Chapman, if you value words of affirmation, you tend to express and like to receive affection through spoken affection, praise or appreciation. Tia Walker, in the book The Inspired Caregiver, says, “Affirmations are our mental vitamins, providing the supplementary positive thoughts we need to balance the barrage of negative events and thoughts we experience daily.”
Stress can be a result of negative events or thoughts, and there’s no denying that the workplace is a leading cause of stress. The quotes below are categorized into things I often find myself talking about when discussing career changes and strategizing one’s job search.
Getting out of your comfort zone
“Risk something or forever sit with your dreams.” — Herb Brooks
“Do not be too timid and squeamish about your actions. All life is an experiment.”—Ralph Waldo Emerson
“If opportunity doesn’t knock, build a door.” — Milton Berle
“Begin somewhere. You cannot build a reputation on what you intend to do.”—Liz Smith
“Opportunities don’t happen, you create them.” — Chris Grosser
“If it scares you, it might be a good thing to try.” – Seth Godin
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“Don’t limit yourself. Many people limit themselves to what they think they can do. You can go as far as you mind lets you. What you believe you can achieve.” – Mary Kay Ash
“Getting fired is nature’s way of telling you that you had the wrong job in the first place.” – Hal Lancaster
“Make sure your worst enemy doesn’t live between your two ears.” – Laird Hamilton
Overcoming fear
“Everything you’ve ever wanted is on the other side of fear.” — George Addair
“The important thing is not being afraid to take a chance. Remember, the greatest failure is to not try. Once you find something you love to do, be the best at doing it.” – Debbi Fields
“I learned that courage was not the absence of fear, but the triumph over it. The brave man is not he who does not feel afraid, but he who conquers that fear.” – Nelson Mandela
“Failure is only the opportunity more intelligently to begin again.” – Henry Ford
Building resilience
“When everything seems to be going against you, remember that the airplane takes off against the wind, not with it.” — Henry Ford
“To succeed… You need to find something to hold on to, something to motivate you, something to inspire you.” – Tony Dorsett
“Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time.” — Thomas A. Edison
Finding a career that fits with your capabilities, skills, lifestyle and values
“The only way to do great work is to love what you do. If you haven’t found it yet, keep looking. Don’t settle.” — Steve Jobs
“Your career is like a garden. It can hold an assortment of life’s energy that yields a bounty for you. You do not need to grow just one thing in your garden. You do not need to do just one thing in your career.”—Jennifer Ritchie Payette
“No one can discover you until you do. Exploit your talents, skills and strengths and make the world sit up and take notice.”—Rob Liano
“People who are unable to motivate themselves must be content with mediocrity, no matter how impressive their other talents.” – Andrew Carnegie
“There is no passion for being found in playing small — in settling for a life that is less than you are capable of living.” — Nelson Mandela
Whenever you feel down, take comfort in the fact that your situation is only temporary. Be intentional about your career growth and come up with a plan.
Rachel Montañez is a career coach and career development speaker. Find out more about her coaching here.
I fell in love with the coaching industry at age 23 after working in Japan and South Korea. I help you achieve your career goals by drawing on my award-winning coaching …
Forbes.com | August 19, 2019
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With a healthy labor market, record low unemployment and steady wage growth, U.S. job seekers are in the driver’s seat of their careers. Employers are eager to show you more than the basic job description. They are beefing up their employer branding, benefits, perks and insights into their company culture to attract you to their open jobs.
InMail messages are private messages that allow recruiters, hiring managers and head hunters to contact you on LinkedIn without an introduction or contact information.
Receiving an InMail from a recruiter can make you feel special and in-demand, but like so many things in life, you only get one shot to make a great first impression. Sure, your profile and maybe your resume caught their eye on the social platform, but how you communicate when a recruiter reaches out to you is key.
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Seasoned recruiters have a keen eye and can spot red flags like dishonesty, misrepresentation and job seekers who are “wishy-washy” on whether they’d consider the opportunity. Therefore, whether you’re interested in the job or not, how you respond can speak volumes. Here are some tips on how to best respond to a recruiter’s InMail message.
[Insert commonality or compliment here, such as, “Thank you for reaching out with this awesome opportunity” or “It’s great to connect with someone at XYZ company — I’ve admired your work]!”
I’m interested in [company’s] open [job title] role, would be interested in [hearing more about the opportunity, learning the specifics of the role, applying formally]. I’d love to get your thoughts on [your experience at the company, what the team is specifically looking for, why you felt I’d be a great fit]. Would you be open to [hopping on a call, answering 3-5 quick questions]? It would be so appreciated.
Thank you,
[Your name]
Why This Works: With this response, you show genuine interest in both the company and the role and show that you are proactive about suggesting next steps. Sure, it’s a job seekers’ market, but there’s no need to play hard to get. If you’re interested, then show it and don’t hesitate to share your interest and preferred mode of communication.
I’m pretty happy in my current role at [Company name], but I’d be open to discussing this opportunity with you. This role and company look to have some exciting potential and I never turn down a chance to chat about [insert compelling aspect of the jobs/company/industry].
Would it be possible for us to connect via phone next week?
I look forward to speaking!
Best,
[Your name]
Why This Works: Sure you’re satisfied in your current job, but if you’re open to the right opportunity, this response allows you to be both honest about your current feelings and leaves room for the possibility of a new role. It signals to a recruiter that you’re open to being sold on the role and considering a new company.
If You’re Interested in the Company, But Not the Role:
Hi [Name],
Thanks for reaching out to me for this role! I am actively exploring new opportunities, but would ideally like to find a position that would allow me to [work from home, expand on my marketing experience, step into the nonprofit space, earn at least $X annually, etc.]. It sounds like this particular role isn’t quite what I’m looking for, but do you happen to know of any other opportunities that may be a better fit? If so, I’d love to connect! [Or include a sentence with a link to another job opening at the company.]
I’ve attached my resume for your review and can be reached directly at [your email address and/or phone number] moving forward.
Best,
[Your Name]
Why This Works: If your dream company reaches out to you for a role that’s less than ideal, get your foot in the door by sharing exactly what you’re looking for. Don’t be shy about telling them you’re interested in the company and use the introduction as a way to explore alternative opportunities.
Thank you for your note about [insert job title]. While the role seems interesting and the work your company is doing is impressive, I really love the company I currently work for. That said, if I am looking to make a change in the future, I will certainly be in touch.
Thanks again,
[Your Name]
Why This Works: For the sake of your professional brand and to show common courtesy, do not just ignore the recruiter. Even if the opportunity isn’t a right fit now, being humble and thankful are important traits when turning a recruiter down. There’s no need to dwell on why you’re not interested, or to provide excuses. Be direct and clear with your position, and like any smart professional, leave room for continuing the relationship down the line.
If Your Dream Job & Company Present Themselves:
Hi [Name],
Thank you for your note. Based on your description of the role, it sounds like a great job and aligns with where I’d like to take my career. I’m eager to learn more.
As you may have seen on my profile [or resume], I have [number of years] experience in [field/industry]. I’ve been consistently committed to [specific goal, skill or trait the new job entails]. In my current role at [Name of current employer], I recently [impressive accomplishment that relates to the new job] and [add mention of management experience or soft skills.]
Could we discuss this opportunity in more detail? I’d welcome the opportunity to learn more about the role and share how my skills and experiences would benefit [Name of potential employer].
I’m available to talk by phone on [List of dates and times you’re available]. I look forward to speaking with you.
Best, [Your name]
Why This Works: While you may be jumping up and down with excitement because your dream company and job appeared in your inbox, there are better ways to convey your excitement than by sending a response full of exclamation marks and smiley-face emojis. Demonstrate your enthusiasm for the role by responding with a carefully crafted note that reflects both your skills as well as your understanding of the company’s business needs. This combo will show the recruiter that you’re absolutely worth an initial interview.
Remember, when speaking with recruiters on any medium, here are a few general tips: 1. Spark their interest. 2. Be natural. 3. Be direct. 4. Share insight into your decision. 5. Customize your templates.
It’s easy to get overconfident when a recruiter reaches out to you, but it is very important to leave a positive impression in every interaction.
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There are four fundamental leadership styles: Pragmatist, Idealist, Steward and Diplomat. And as you can probably tell from the names, some are competitive, others collaborative and others structured.
But the toughest, and most intense, of these four leadership styles is the Pragmatist. Pragmatists have high standards, and they expect themselves, and their employees, to meet those standards. These leaders are driven, competitive, and they value hitting their goals above all else. They’re also hard-driving and often enjoy smashing through obstacles. Does that sound like a particular college football coach we all know?
Yesterday, Wall Street Journal reporter Laine Higgins published a piece titled “Nick Saban Wins National Titles. He Loses Assistant Coaches.” And her terrific reporting may have given us the most definitive proof yet that Alabama coach Nick Saban has a Pragmatist leadership style.
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Recounting what happened after their game in the College Football Playoff semifinal, she notes that even though Alabama won, almost immediately Saban was obsessing over the team’s mistakes. He leveled some especially tough feedback at co-offensive coordinator Michael Locksley. With Alabama leading by four touchdowns, Locksley called a risky play that failed. Higgins quotes Locksley as saying, “We punt one time and he’s calling it out. You’re not getting a bunch of pats on the back or ‘great jobs.’”
“You’re not getting a bunch of pats on the back” might be one of the signatures of the Pragmatist leadership style. Working for them is not for the faint-of-heart or thin-skinned, as there will often be more criticism than praise. If you want to know your own leadership style, take the test What’s Your Leadership Style?
If they’re so tough, why would people continue for work for Pragmatists? The opportunities to learn under the Pragmatist’s tutelage are typically second-to-none. The job can sometimes feel like an apprenticeship to a master artist or professor. Partly this is because many Pragmatists are really smart.
If a Pragmatist has been in their role for a while, and they’re still getting good results, it’s likely that their talent outweighs their toughness. A Pragmatist who is not getting good results will often lose their job because they lack the political capital (that comes from niceness, good relationships, etc.) to weather the failures. In other words, if you see a long-tenured Pragmatist, it’s often because they’ve been achieving great results in spite of their intensity (and even abrasiveness).
Higgins’ article identifies another phenomenon that’s common with the Pragmatist leadership style: high turnover. She notes that “for the second year in a row, seven of Saban’s deputies from the previous season’s staff, including both the offensive and defensive coordinators, left Alabama for coaching jobs elsewhere.” And those coaches are not eager to discuss their tenure working for Saban; thirteen of the fifteen assistant coaches that have left since 2015 either wouldn’t comment or wouldn’t respond to requests for comment.
Employees working for the Pragmatist are typically at higher risk of burnout and low employee engagement than those working for a leader with a Diplomat leadership style. It can tough for many to maintain the high-intensity environment typical of the Pragmatist and that can mean shorter employee tenures.
But the plus of this is that when employees quit working for the Pragmatist, they’re often well positioned to take higher-level positions somewhere else. And it’s because of the intense learning experiences that working for a supremely talented Pragmatist can provide.
One of my recent studies called If They’re Not Learning, You’re Not Leading found that intense learning experiences are in short supply for many employees, as only 35% of employees say that they’re Always learning something new at work. Meanwhile, 52% of employees are Never, Occasionally or Rarely learning new things. And as bad as that sounds, it’s even more serious; employees who are always learning new things are 10 times more likely to be inspired than those who are not.
Nick Saban’s success at Alabama is undeniable. And with this latest report, I’d argue that so too is his Pragmatist leadership style. He’s driven, competitive, and appears to value hitting his goals above all else. There aren’t lots of pats on the back, but there are lots of opportunities to learn from, and apprentice under, a master. And while he does lose a lot of assistant coaches, there are always going to be ambitious, driven people who are more than willing to log long workdays, absorb tough criticism, and give 100% effort if it means getting a chance to learn from Nick Saban.
I’m the founder of www.LeadershipIQ.com, a New York Times bestselling author and I teach the leadership course What Great Managers Do Differently I am the author of…
Forbes.com | August 19, 2019
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Some parents choose to stay home for many years to raise kids. Others do so because the cost of childcare would pretty much wipe out any income they’d earn from their jobs. If you’re a stay-at-home parent, chances are that you’d like to get back into the workforce someday, whether it’s in a couple of months or several years. But going from stay-at-home parent to employee is easier said than done, especially if you maintain the former schedule for many years in a row.
In fact, you’ll often hear that the longer you stay out of the workforce, the harder it’ll be to break back in. And in a recent survey from FlexJobs, more than 50 percent of stay-at-home parents took a longer break from the workforce than expected.
If you’re worried that a temporary or extended stint as a stay-at-home parent might wreck your chances of ever being employed again, here are a few things you can do to make yourself a more viable job candidate when you are ready to start working again.
1. Stay in Touch
It’s hard to push yourself to stay connected with former colleagues and professional associates when their days are all about meetings and deadlines, and your routine revolves around watching kids and tending to the many peripheral needs that come with them (think food prep and constant laundry). Still, it’s important to stay in touch with those people because they’re the ones you’ll likely want to reach out to when the time comes to get back into the workforce.
Therefore, set some reminders on your calendar to send sporadic emails or make an effort to meet up with your old co-workers or managers for lunch or dinner every five or six months. It’ll go a long way when you’re ready to ask for their assistance in getting yourself hired.
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Keeping your skills current is one of the best things you can do to more easily find a job after taking an extended break from the workforce to raise kids. If you’re able to show prospective employers that you made an effort to stay on top of industry changes and rules, or that you took steps to avoid letting your skills lapse, it’ll send the message that you’re serious about your career and are capable of multitasking. (After all, it can’t be easy to do all of that while also caring for children.).
Continue reading up on industry trends and be sure to do what it takes to maintain your professional certifications. Doing so will most certainly be a nod in your favor down the line.
There’s nothing like a glaring resume gap to lower your chances of getting hired after spending time as a stay-at-home parent. To avoid one, aim to do a little work on the side while you primarily focus on your kids, whether it’s freelancing in your former field or trying something new that you’ve always been interested in. Doing so will not only help your career, but bring in income at the same time.
There’s nothing wrong with taking time away from your career to focus on your family. But if you want to avoid issues breaking back into the workforce, be sure to make an effort to stay connected to your former colleagues, keep your skills updated and, if possible, do a small amount of work so you don’t have an absolute resume gap on your hands.
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Lately, I’ve been thinking a lot about how the workforce at large can better champion working parents. If you don’t have kids, it can be understandably difficult to empathize with the challenges that working parents may face.
As a mom to two kids under 10, I know these challenges firsthand. I remember what it’s like to be pregnant and feel sick all day at work. I can vividly recall how it felt to return to my job after maternity leave. Not only did I have to adjust to how things had changed, but I also had to find time to pump with back-to-back calls and meetings. I also know about the feelings of frustration that come with 6 p.m. meetings—the time when I’m supposed to be headed home to have dinner with my kids.
The challenges are real at work and at home. All parents, regardless of gender, are spending increasingly more time on childcare. Yet research shows that among heterosexual couples, women still take the bulk of household responsibilities. This becomes especially apparent when they have children, so women are often forced out to look for jobs with greater flexibility.
HOW WORKING PARENTS CAN HELP COMPANIES
So why don’t more companies provide an inclusive environment for working parents? The fact is, working parents add immense value to the workplace. People who have kids can offer different perspectives when it comes to problem-solving and teamwork. They might have more empathy for customers, or prior experience tackling an issue in a certain way. Parents can also help teach prioritization, which is especially useful for team members who struggle to establish a healthy work-life balance.
We can (and should) do a better job supporting and retaining working parents, and doing so starts from the top down. Here are three things any manager or leader can do to make a difference.
1. STOP PRETENDING THAT EVERYTHING IS PERFECT
Many people look up to their manager or a company leader and assume that person has it all together. What’s more, managers tend to want to shield their team away from personal problems.
But when leaders are transparent and open about the challenges they’re tackling at home or in their personal lives, others may feel encouraged to open up. Acknowledging difficulties helps people see that their career path won’t be impacted if they don’t have things in perfect order. In turn, parents will feel more comfortable bringing their authentic selves to work.
To lead by example, be open about your priorities. If you’re leaving to go to your kid’s soccer game, don’t try to hide it; instead, let your team know. If you’re having a tough week because you haven’t been able to find any time to yourself, be honest with the people you work with. They’ll thank you later when they find themselves in a similar situation and worry that they’re off their game. Being real invites others to do the same, and everyone benefits from it.
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Leading by example is important, but creating a culture of transparency requires everyone’s involvement. When I joined Opendoor, I had a conversation with our CEO, my manager, about the importance of time with my kids is in the evening. I set the expectation that I would be offline from 6-8 p.m. each night. As a result, he respects my boundaries, and I’m able to unplug with my kids.
Honest conversations like this are so important for managers to have with their direct reports. Here are a few questions every manager should have in their tool kit:
How can I support you as a working parent?
What’s important to you?
How can I help you find balance so that you bring your best self to work every day?
Nurturing a culture of transparency helps with inclusivity, too. One of the things I’m most proud of when it comes to Opendoor’s culture is our open-door policy for kids. Parents know that if childcare falls through or their kid is sick, they can bring them into the office.
When the teacher strikes shut down schools in Phoenix, we invited families that were impacted to bring their kids to work. We set up craft stations and ordered pizza to keep them occupied. We did the same thing in our San Francisco office when the wildfires impacted air quality so severely that schools closed for a bit. Because we have a kid-friendly work environment, people know a lot of employees’ children by name. This creates a lot more understanding and empathy when things do come up outside of work.
3. CREATE SPACE FOR IMPORTANT CONVERSATIONS
There are a lot of things people don’t understand about childbearing. For managers who aren’t parents, some of the conversations can feel especially uncomfortable. I’ve found that a lot of younger men tend to shy away from talking with their direct reports about their pregnancies or life as parents. As leaders, it’s your job to help managers understand how to discuss these things openly and with empathy. Here are some appropriate questions to ask:
How are you feeling?
Would you feel comfortable telling me if you need anything?
Do you need any adjustment in your schedule [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][if possible]?
Is there any way I can be more supportive to you during this time?
Be prepared by thinking about how you can share updates with a direct report on parental leave while respecting their space and new life with a newborn. Think about their schedule returning to work, too: How can they block out time for pumping? Will they need flexible hours? Has anything happened within the company that impacts their day-to-day? Make sure that you lead these conversations with your reports.
Retaining parents should be at the top of every company’s list of priorities. When we arm our leaders and managers with the tools they need to foster better communication and transparency with their team members, we also arm working parents with the tools they need to thrive in the workplace. And when employees are thriving, it only benefits a company’s bottom line.
Author: Erica Galos Alioto is the Head of People and Development at Opendoor.
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According to Fractl, if you were to ask Millennials about their parents’ top career mistakes, they would say they had a poor work-life balance (30%).
A recent survey asked over 1,000 Millennials about their perceptions of success compared to their parents and identified the top career trends of each generation. Some interesting findings were:
Nearly 1 in 4 Millennials say their parents stayed with an employer too long, and 15% think they poorly negotiated salary and benefits
Despite being labeled as theburnout generation, Millennials say their parents’ biggest career mistakes are a poor work-life balance (30%)
50% of Millennials say they’re more financially responsible than their parents
Roughly 30% of Millennials are influenced by their parents’ career mistakes. Learning from previous generations’ mistakes can help you get ahead in life. Here are the five golden rules of career success:
1. Negotiate your salary and benefits: It can feel intimidating to ask for a raise, but it can cost you a lot not to ask. As a job seeker, do not stop at the initial offer. Push past the uncomfortable feeling and go for more than what’s first offered. Practice with friends and family then have a talk with your manager where you confidently make the case for a salary increase. Don’t underestimate how significant even a 5% raise is.
2. Stay up to date on industry news and technology trends: Across generations, nearly 1 in 4 people say their parents fell behind on either the skill set needed for their job, on technology, or both. Reading scholarly journals or news articles about your field can keep you up to date with any changes affecting your profession and can prepare you for them. In this digital age, advancements in technology impact nearly every profession. Be sure to stay current and learn how technology is shifting and figure out ways to adapt.
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3. Further your education: It’s safe to say that the more educated you become, the more career options and upward mobility you’ll open position yourself for. On your free time, attend seminars to further develop your skills. Ask to shadow someone at work who has the role you’d like to upgrade to. Volunteer for challenging tasks that will really solve problems for your company. These are only a few of the many ways you can continue your education beyond college.
4.Network, network, network!:Networking is an increasingly important component of the workplace, and many career opportunities can come from the people you know. It’s not only a great career rule, but it also enriches your life on a personal level—with more knowledge and social activities. So the next time, you’re tempted to decline an invite, push yourself to step out of your comfort zone. Have lunch with your coworkers and get to know them better. Send cold emails and grab coffee with people you admire. Attend the annual company trip and start a conversation with the CEO. You’d be surprised how many great connections can come if you make an effort.
5. Prioritize work-life balance: Turn off your work notifications after leaving the office and carve out time for self-care —whatever it looks like for you. Whether it’s volunteering at a local homeless shelter, reading, or simply spending time alone to reflect on how you’re feeling, prioritize this as it’ll help you achieve a good work-life balance.
I am what you could call a multipotentialite—someone with different passions and interests. I dabble in different things, but at the core of everything I do is creative …
Forbes.com | August 15, 2019
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The United States witnessed an amazing, meteoric economic-growth trend, from the depths of despair—during the 2009 financial crisis—to where we are now. In the last 10 years, we have gone from a near depression to record-setting highs in employment and the stock market. Unfortunately, markets don’t experience an uninterrupted, upward trajectory forever.
Wall Street professionals and experienced investors know that blazing-hot stock markets ultimately correct, lead to recessions or sometimes crash. On Wednesday, we watched an ugly 800-point plunge in the Dow Jones Industrial Average, which serves as a bellwether for the stock market. Predictably, media outlets immediately went into a frenzy—predicting doom, gloom and a recession. Cable news had a field day, citing geopolitical events, inversion of the yield curve, trade war tensions and other fear-inducing sound bites as the cause to frighten viewers into staying tuned into their channels. The television journalists and newspaper writers could have calmly and dispassionately informed the public that the stock market corrections of 5% to 10% are common and we are long due for one, but that doesn’t generate ratings.
The worry I have is not so much the vagaries of the stock market, but rather the perception of the future direction of the stock market and its impact on hiring. The job market is closely correlated with the stock market. Stock prices are based on future earnings. If stocks are high, then investors believe corporate earnings and profits will do well. If the market is down, it could be because investors lack confidence in the ability of companies to generate growing profits in the future.
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The large number—800 points—alarms the average person who is unaware of the fact that this is less than 3%, which is not so terrible. Stock market drops, accompanied by the negative sentiment among people and the media fanning the flames of possible recession and even worse calamities, set the stage for a general unease. Confidence in the future of the economy erodes. Executives worry about the future. When the CEO and upper management believe that the economy will slow down, they will hit the brakes. This entails laying off employees, instituting a hiring freeze and—through attrition—when people leave, they won’t be replaced. When enough companies do this, it becomes a self-fulfilling, downward spiral. A company may not want to be the only one hiring in a bad economy, as they will then have to let these people go later on. Potential job seekers will be concerned about leaving a relatively safe job to take on the risk of switching roles with another company—only to be fired in a few months. Older workers will put off retiring, as they see their 401k plans fall in value. New products, divisions and business lines won’t be started since there is worry and uncertainty about the future. Therefore, the jobs associated with growth won’t occur. Management will discontinue offering raises and bonuses. If stock market drops accelerate, the fear factor will increase and additional jobs will be cut.
Hopefully, the current mood is only part of a routine correction. Let us be optimistic that the stock market will bounce back, global political and economic tensions will ease and we will get back on track again.
I am a CEO, founder, and executive recruiter at one of the oldest and largest global search firms in my area of expertise, and have personally placed thousands of profes…
Forbes.com | August 15, 2019
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You might use Hinge to look for a special someone or Fitbit to track your health goals, but have you ever thought of using the apps for career building? Platforms that are meant for social connection could also help your professional advancement, says Jeff Steen, special projects editor for FitSmallBusiness.com.
“A lot of the traditional business networking platforms are becoming saturated,” says Steen. “With LinkedIn, everyone is interested in business, and the platform crosses all industries, making it more difficult to readily connect unless you get a referral. What is missing is a niche focus.”
It’s no wonder, then, that people are finding success on other sites. FitSmallBusiness.com made a list of the most surprising social platforms you can use for business networking in 2019, which included everything from Reddit, to Goodreads, to AncestryDNA.
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Platforms that are intended for social networking can bring people together around a common interest or passion, and sometimes that can tie into your professional career, says Steen.
“It’s a jumping-off point for a discussion about career opportunities,” he says. “It’s a different way to do business networking by focusing on the niche.” For example, TikTok users create content and share it in a way similar to YouTube.
“YouTube is saturated, and you can get more exposure with TikTok,” says Steen. “It’s a great opportunity for music producers to create and share content, and a sizable community has grown organically around that. The platform can offer a way to gain exposure from people in the industry—people who have sway. It’s easy for conversations to happen because there’s a specific interest or content type.”
With a dating app, like Hinge or Tinder, you’re not producing content, but there can be a natural progression in a conversation to your career. “‘What do you do?’ is usually one of the first questions you ask when getting to know someone,” says Steen. “This can overlap into professional conversations, even if no romantic interest is established.”
While business networking isn’t the primary focus of dating apps, Steel says the people at Bumble have recognized that users are using the opportunity in their professional lives as well. “They’ve decided to take it to the next level and launched Bumble Bizz,” he says. “It developed organically out of the pairing of interests and the commonalities that are found when you’re searching for a dating partner.”
Another example of an app with crossover potential is Goodreads. It’s a great place for writers to network and connect with readers to determine trends in the market, says Steen. “You can learn what are people interested in. Not just topics, but style and length. This can help you determine what you should work on yourself so you can map your next project.”
Fitbit is a good app if you’re in the fitness space, says Steen. “You can learn what resonates with people and what their pain points or challenges are,” he says.
TRYING IT
To make these apps work, Steen says it’s best to stick to the primary purpose of the app. “Don’t set up an account if all you want is to business network,” he says. “If you find an opportunity to connect, take advantage of it and see where it takes you.”
And be on the lookout for the next networking platform, suggests Steen. “New apps pop up every day, and they’re becoming more niche-focused,” he says. “As this happens it creates more opportunity to use them for targeting similar interests, professional and personal.”
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You rocked your dream interview, asked all the right questions and made a personal connection with each person you met. As you walked out of the office the hiring manager shook your hand and said, “I am really looking forward to talking soon.”
This job is going to be yours. Don’t get too complacent, you can still screw it up.
The follow up is very important and plays a bigger part in the hiring process than you might realize. You have probably been told by many coaches and mentors to continue the follow-up and stay persistent to show your commitment and enthusiasm for the position.
But the truth is, being overly proactive after a job submission and interview may actually be a bad thing. That stick-with-it attitude can rub people the wrong way and leave the HR contact you keep calling with a sour taste in their mouth.
You want to come across interested in the position, not desperate.
Here is how to master the art of communication after the interview and three times when you can, and should follow up.
1. Send a thank-you note within 24 hours.
The following day of your interview send thank you notes to each person you interacted with. This can make or break your success since one in three hiring managers will think less of a candidate that doesn’t send a thank you.
Send your thank-you note the same day that you have your interview. Ideally, you want to send it within a few hours after leaving.
If you had an interview with a panel of people be sure to send them each a note and personalize it to the conversation you had. If the receptionist or HR person shared their business card, send them a thank you note as well. It never hurts to show your compassion and gratitude to everyone you met.
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Sending a follow-up thank-you note is easy, following up after a few days or weeks of silence can feel awkward. If they indicated a specific time period when you would expect to hear back abide by that timeline. If the time has come and passed in silence, now feel free to reach out, but do so the right way.
Unannounced follow-up calls are never a good idea and neither is emailing to constantly check-in. People who are highly persistent experience greater anxiety than a laid back person and this can start to show through to the person you keep calling.
Send a simple and cold email to the hiring manager and follow up on your application and interview to see if there is anything else you can do as the candidate. This is a non-threatening way to provide the hiring team the opportunity to remember you without being overbearing.
Keep in mind that the hiring manager and team likely has a lot on their plate and the process of hiring can take time. Just because you didn’t hear back yet doesn’t mean you didn’t get the job.
3. Stay in touch regardless of the outcome.
Even if you end up not getting the job, it can be to your advantage to build a relationship and stay in touch.
Instead of viewing this person or company as a failed job interview, treat them as a new colleague, networking connection or contact within the industry. You never know when they may have a position better suited for you or if you end up working alongside them for another company.
Do your research and connect with their LinkedIn Profiles and follow their business pages. LinkedIn is a great way to stay connected, share articles and comment on content without being a nuisance or overbearing.
The reality is, the interview process is never over until you get the final feedback from the hiring manager.
No one likes the obnoxious and needy candidate. Instead, be intentional and conscientious of your actions after you walk away from the interview.
I’m a career coach who helps job seekers via online programs and one-on-one coaching in finding their purpose, landing more job offers and launching their dream busines
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